Tag: Enlightened leadership

My spouse and I recently had the opportunity to share a few lessons and tools on enabling us to thrive in workplace and home as a dual-career family. The most popular question from the participants is that while they want to thrive in both environments, they wanted to know how to prioritize and juggle the conflicting priorities.

Since this seems to be quite a popular question, I thought it’d be good to share some of the key takeaways here for the benefit of the larger group.

The most foundational step when it comes to thriving in workplace and home is to have the belief that we can thrive in both. The semantic of “work-life balance” somehow gives the impression that something has to go. The reality is that our life is dynamic and that “see-saw” balancing act always oscillate from time to time. As a family, we made a conscious decision very early in our partnership that it will be “work-life integration”. By using the word integration, we are conscious of the choices and priorities that we make and we are committed to stand by our principles at all times.

With this foundation laid, as a dual-career family, we see thriving in workplace and home as running a “Life Enterprise”. This means that we approach everything as running an enterprise, we integrate both with the other life aspects, using the tools and processes to run as a unit. This includes setting the family guiding principles based on values, systems, support, and decision-making matrix. In a simpler form, it means we are mindful and intentional over the things we do, be it at work or at home.

We believe in preserving the core while being flexible in executing.

To run the “Life Enterprise”, we have observed that these “pillars” have significantly helped us set it up effectively:

1. Build your support, processes and systems: For our family, we have set-up many systems to automate, delegate and prompt our important tasks. Of course, just like any enterprise, we need to start somewhere and further refine the systems as we go along. Some examples of the systems include the morning breakfast system, laundry management system, house-cleaning support system, homework support (which is minimal except if it was Bahasa), monthly bills payment system, kids’ annual stipend system and our property management system. We even have a travel checklist and toiletries & travel essentials ready to-go whenever we decide to travel (near or far).

2. Plan and prioritize: We cannot stress enough the importance of planning and prioritization. Given that our time is finite, we have to be mindful of what gets done and what gets dropped. As a life enterprise, rather than prioritizing in silos and in isolation, we would rather look at the bigger picture and that means balancing our family, our life and our career. I can expand this topic on its own – so I will deliberate more in a different entry on time management. 🙂 Hint: Things get done when scheduled in your calendar

3. Habits and rituals: We admit that we are creatures of habits and our willpower can bring us only so far. Hence, we believe in creating daily habits and family rituals to increase the chance of success in integrating both worlds. We believe in being role model to our children, hence setting up core values and use those as our compass has helped us tremendously. We also believe in consciously creating our family identity: the family rituals will help us through this journey and bind us in a more meaningful way.

4. Create open and honest communication: This is the most interesting journey so far for us, as we build this life enterprise. We joked at the learning session that we observed that the number of “silent treatments” and “unnecessary fights” have exponentially decreased over years, as we learn how to fight well. We learnt how to be transparent and communicate our needs openly. We need to understand where the other person comes from, what is his/her motivation when expressing their stand and how we can work together in co-creating the solutions. As we learn to fight better, we created deeper bond and mutual respect for each other, as partner in this life enterprise.

In summary, a slight shift in perspective will yield completely different strategies. And above all, this fits nicely with our persona – my spouse and I find meaning in the partnership and we get the joy in growing together.

What an honor to learn some of these leadership nuggets from Peter Senge today, at Jakarta, thank you to Cherie for the invitation and warm hospitality.

Thought of sharing my raw notes, hope we all can take some of the wisdom and practice it immediately. 🙂

On letting chaos into order

Life is just not orderly, life emerges. Out of that emerges, order can come but it’s different than the order that we control.

How hierarchy can work better, not in the absence of hierarchy.

On Innovations:

The deep principle of innovation is collaboration: At MIT and its successful innovations, the heart of it is collaboration. Innovations emerge through working in teams.

All innovations come from someone who praised someone for stepping ahead, by taking risks.

Technology is meant to connect but now unfortunately has fragmented the society. Online communities tend to stick to the similar group because of zero-cost of exit. Real communities can only happen when you are stuck with each other and embrace diversity.

Diversity creates innovation. Solidarity is not uniformity but commitment to shared vision.

Harmony only exists because of diversity. The beauty of orchestra is diversity. This is deep old problem.

Technology is neutral and only an enabler. Technology does not define Industry 4.0.

The unintended consequence (such as terrorism) accelerated by technologies – it is not technology but really the human dimension (ie. motivation/intention) underlying behind it.

On Revolution:

The journey for IR4.0 is understanding our past and then create the future. The very first question: Will we still be a country with Industry 4.0. It is a question about identity and root.

Movement requires deeper sense of security. To take courage and step ahead, it is paradoxical that there has to have a sense of deeper sense of security.

Similar to biology, the process of evolution is transformation through conservation – it is rather paradoxical.

So, the important part for revolution is two-part: (i) what do we want to create and (ii) what identity do we want to conserve. But who are “we”? Whose identity?

On Leadership:

Do not confuse rank / formal authority with leadership. Just because you have a title, does not mean you are a leader. Most organizational leaders do not have titles.

The job of the CEO is to patiently listen to what’s being said and then forcefully communicate and execute.

In combat, it is easy to find a good leader, finding those that people whose team are willing to fight and die because of trust.

Masculine and feminine leadership – balance of leadership. The challenge we are facing in the leadership in this decade is re-balancing because the past has been fully-dominated by masculine power. That’s why yin and yang together are so important. With one-eye we don’t see the depth, only with two-eyes can we see the depth and the truth.

The deeper problem is how do I find myself something to appreciate when we see someone of different political view.

If we don’t like what we see, hold a brighter mirror. Of course, it is about changing society, but it starts with holding a mirror in front of us.

The real work of a leader is always external and external impact but the process is very reflective. “How do I keep discovering the flaw of my own ego, where my own fear takes over, when I don’t listen..”

To become a leader, you must be a human being. – Confucious

We can have respectful authority and challenging authority in the army. It is about balance. That’s what Innovation 4.0 is leading to. Hence, the chaos…. but we need to get comfortable with chaos..

It is not enough to have ideas and vision, but we have to practice. If we want to change, we need to create new practices. The leadership practice is about deep reflective practices AND execute simple daily actions.

Roots of words

“To lead”- indo-european is lithe which means, to step across the threshold. Leadership is stepping ahead. Leadership is from the edge.

Leadership is uncertain, you may fail. You will need courage to step ahead.

Willingness to be vulnerable (yet the images in the society that leaders are perfect, always right), hence why innovations are stalled.

It doesn’t matter because we are all human, we are imperfect yet we step ahead.

As we closed our 9-month Mastery program yesterday with the closing call with my circle sisters, my heart just overflowed with such gratitude and wonder on how it has transformed me in this journey of fully embracing myself.

If I were to say what is that single shift – it is really the ability to create a deeper and more compassionate connection with myself, which in turn creates more compassion on others. With that shift, I had been able to hold multiple perspectives and get to the generative mode especially in times of conflict. The key that unlocks this is really to observe our old patterns and to name the limiting belief – and at the same time, extending compassion and radical self-responsibility to go there, to reframe and to question the belief.

I know the shift is subtle but at the same time significant. In one of the meditation practices, I was so surprised by my own observation that I did not know how to react to that wounded, small-Self, which is primarily the cause of my fear of getting to the bottom of it. This understanding alone has allowed me to give the space to re-learn and re-connect.

Of course, this is not without much commitment and relentless efforts. In all the three power centers we learnt, I felt I still had a long way to go in developing the second power center – which is really to trust my intuition and co-create with the Universe. However, I have learnt to surrender and to actually ask for help from the Universe (or God, whichever you believe in). What I have also learned is to embrace the imperfection, and at that exact moment, set my intention and clear my energy before I ask for guidance – it feels much more doable then expecting it to be perfect. I have also learned to remind myself to continue “giving” despite all my worries and the world will give back in unexpected little ways I could not imagine (and they do a lot of times!). Some of these blessings manifested not in the external success definitions, but really those definitions that really matter – it is indeed a blessing.

Never under-estimate the power of support

I would not do justice without mentioning the superb support from Claire, the coaches and other Mastery participants. But more importantly, the weekly circle calls with my Pod sisters.

Why is this so?

The structure enables us to cement the lessons by sharing and reflecting our own insights before going back to really practicing it in our daily lives. The greatest gift is to absorb and learn through each other’s stories and lessons. I feel that by reflecting their brilliance, I also learn how to appreciate my own brilliance. For that, I am eternally grateful (and honored) for such genuine care and compassion we displayed to each other. I also enjoyed the space we have created as a pod to speak from our heart, to stand in our center and just the loving way how each other supported our journey in their own way. (By the way, this probably deserves its own page so I should probably save it for another day :))

So, what’s next?

My commitment is to continue nurturing myself through daily practice of morning exercise, journalling, daily energy clearing and meditation. What I wish to celebrate is the depth of my being and that I am learning to recognize the ways I can contribute in a more conscious, soulful way – which is more grounded rather than external-focused.

What I want to create next is in the area of conscious leadership especially for those in the technical line and business. One more interesting area I am exploring is in the area of conscious parenting and balancing my role as a working mother. I enjoyed the conversations around thriving in workplace and home. More to come!

Like this:

Have you been disappointed lately? I have. A lot. Especially this past week.

The streaks of disappointments prompted me to reflect a little bit more on what were the triggers and effectively learn how to get out of my disappointed mode. That curiosity led me to this equation that I discovered a while back through a book by Chip Conlay: Emotional Equations.

Disappointment = Expectations – Reality

As an analytical person, I love the wisdom in this equation (and it is a linear equation!) yet it speaks to my sensitive soul, as well. Why is that? I love it because it has only 1 degree of freedom and we have a direct control over that variable – it is our expectations.

The key in this one variable is that we know that we can tweak our expectations to minimize the disappointment. Here are the 3 examples of the scenarios that might demonstrate the simple, yet powerful variable.

1. At work: In several occasions, I was disappointed with my team member(s), so it is important that I step back and ask myself if my expectation for this person is reasonable. Did I question his / her intent, or his / her competency? Did I expect reciprocity when I extended help to someone? What did I expect for someone in a senior position to do – is that my own projection of a high (sometimes unreasonable) standard that I impose to myself? What would be a reasonable expectation, taking into account all context and the background?

2. Relationship: I have to admit that I stopped expecting my spouse to read my mind on the day I decided I would get married to him. So, I will be very upfront about expressing my needs or my dissatisfaction. It has removed most frictions that would have occurred otherwise.

3. Parenting: I might expect that our children to ‘behave’ all the time. If we, as a family, spend a little bit more time to define on what really matter to us (i.e for me, they are safety and our core values), can I then choose and prioritize those that are in the highest priorities and let go of the lower ones?

Also, since this is an equation, I love the way that I can “measure” the disappointment and mentally “rank” the disappointment based on a matrix. Those that have larger magnitude will probably need more attention and the smaller ones will be quickly acknowledged.

[Disclaimer: This disappointment equation analysis is post-facto, and I have to admit that while I was stuck in the web of disappointments, I did have an amygdala hi-jack and was not able to quantify appropriately. :)] But hey, it is fun to make it light and fun!

This expression from one of my former managers somehow got stuck in my subconscious for more than a decade for me, without me realizing how much damage it has done to my mental model until recently. This also explains why I was reluctant to be in a leadership position for a while – it feels lonely, it feels like a burden.

But does it have to be?

It took a week of severe tension headache for me to realize that there is actually another paradigm that I have been yearning for leadership, especially for me and the other female leaders. Yes, you heard it right – a headache.

I had suffered from a severe tension headache from misaligned neck vertebrae. So, when my accountability sister, Carley, who is 13,000km away, called, I informed her of my medical condition. It turned out that the call was a gift for me – she was so kind to help me with a guided meditation to recognize the trigger and heal the underlying emotional pain (aside from the fact that I do still suffer from a misaligned neck vertebrae, physically).

From the guided meditation, I realized that the emotional pain was due to trauma and a lot of stress from my fear of higher authority, from fear of missing expectations, from fear of expressing my opinion, when it matters. This is almost always exacerbated when I work with a female leader.

I got curious. Why such dynamics? What is my belief in leadership that made me respond this way?

What do I want to create instead?

I want to create a new model / paradigm of female leaders where we amplify each other. A space we bring other female leaders up together, honoring each other’s strength instead of dismissing them. I am totally cognizant that the current context and the structure in the corporate world requires resilience and competition to survive. Habitually, that might have contributed to this survival mode without us realizing it. I have heard so much from some of the female leaders that they do not think gender is an issue, it is all about their competency that made them so good – in turn, they become so judgmental on other women. (I made the same mistake!) What is new is that the realization that not all women have the same opportunities, so it is important for the other female leaders to lift them up and be open by honoring the uniqueness of what each individual has to offer.

I want to create a space where I (and my team) can honor our own creativity and play. The future of work will require a lot of imagination and creativity to solve complex problems. I used to (maybe still am, but less) be very particular about process, deadline and risk management. I hate to generalize but I tend to see more of this pattern in female leaders, seeking for ultimate perfection. While these are still very critical for deliverables, there is another aspect at play that is worth exploring – imagination. The beauty of having a balanced model (alternating between discipline and creativity) is that it will yield better solutions. I am constantly reminded that brilliant ideas usually come when we are relaxed, not when we are pressured by the “shoulds”. Somehow, I feel more pressured by female leaders of their expectations – still learning how to manage that and letting go. 🙂

I want to create a model where my team are able to express themselves better. No longer do we live in a world where a leader knows everything. The realization that a sum is greater than its part is super powerful. Equally, I am always in awe to see some of really grounded leaders who are effective, yet provide so much space for each team member to excel and shine- that is my role model when I turn 50.

Most importantly, by creating this new paradigm and model of leadership, I feel much more hopeful and much less lonely. It is not a lonely journey, but rather a journey of a group of people with a shared mission, TOGETHER.

I am curious to hear your experience and aspiration on this, happy to hear your insights.